Department of Psychology, Work and Organizational Psychology, Justus-Liebig-University Giessen, Giessen, Germany.
Institute for Management Research, Radboud University, Nijmegen, The Netherlands.
J Adv Nurs. 2019 Feb;75(2):327-337. doi: 10.1111/jan.13842. Epub 2018 Oct 11.
Using an interactionist perspective to test on-the-job embeddedness and off-the-job embeddedness as possible moderators for the predictive effects of job satisfaction and job stress on nurses' turnover intentions.
As turnover worsens nurse shortages across the globe, researchers needs to find ways to work out and reduce nurses' turnover intentions. By exploring contributory factors, namely on-the-job and off-the-job embeddedness as two distinctive forms that both act as moderators, we add to the literature on effective nurse retention and highlight that incorporating off-the-job factors can provide a more realistic understanding of why people consider leaving their organization.
Survey of 361 nurses of the United Kingdom's (UK's) National Health Service, in 2016.
We conducted hierarchical multiple regression and simple slope analyses.
Job satisfaction was negatively associated with turnover intentions, and this negative relationship was stronger when off-the-job embeddedness was high (vs. low). Job stress was positively related to turnover intentions, yet high (vs. low) off-the-job embeddedness buffered this relationship. In contrast, when on-the-job embeddedness was high (vs. low), the relationship between job stress and turnover intentions were even stronger.
Results showed that using an interactionist perspective is useful in predicting nurse turnover. Nursing management should be made aware of the importance of being embedded off-the-job to prevent nurse turnover. This paper issues guidelines to form a more comprehensive staff retention programme for the healthcare sector.
利用互动视角检验工作嵌入和非工作嵌入作为工作满意度和工作压力对护士离职意向预测效应的可能调节因素。
由于全球范围内的护士离职现象日益严重，导致护士短缺，研究人员需要寻找方法来解决和降低护士的离职意向。通过探索促成因素，即工作嵌入和非工作嵌入这两种不同的形式，作为两种调节因素，我们丰富了关于有效护士留用的文献，并强调纳入非工作因素可以更真实地理解为什么人们考虑离开他们的组织。
2016 年对英国国民保健署的 361 名护士进行了调查。
我们进行了分层多元回归和简单斜率分析。
工作满意度与离职意向呈负相关，当非工作嵌入度较高（与较低相比）时，这种负相关关系更强。工作压力与离职意向呈正相关，但高（与低相比）的非工作嵌入度缓冲了这种关系。相比之下，当工作嵌入度较高（与较低相比）时，工作压力与离职意向之间的关系甚至更强。
结果表明，采用互动视角在预测护士离职方面是有用的。护理管理部门应该意识到非工作嵌入对预防护士离职的重要性。本文为医疗保健部门制定了更全面的员工保留计划提供了指导方针。
